The aim of this session is to:
Be able to apply the GROW model to coaching sessions
Use the GROW model for effective, structured methodology for goal-setting and problem-solving
Developing the Coaching Skills for Your Managers and LeadersErin Boettge
What are the obligations of managers? The answer to this question varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma.
Managers may have to perform well, depending upon a variety of situations at various places along a continuum, ranging from ensuring employees comply with established processes and procedures at one end, to career development and skill improvement towards the other end. Who’s to say which of the outcomes is more or less important?
In fact, we’d probably agree that the outcomes suggested by such a continuum are all important depending upon the situation. With so many possible outcomes and objectives legitimately competing for our managers’ attention, are there a set of uniform skills or competencies we can use to guide our managers ongoing training and development?
In this webinar you’ll learn:
Why coaching skills are important for your managers, leaders and organization
What is coaching and how to apply key skills to align with specific employees and situations
An overview of traditional coaching models and what you can do to improve them
How we can get managers to make time to coach
A “coaches toolkit” that includes emerging competencies for managers and leaders
The key difference between coaching and mentoring
ReadySetPresent (Coaching PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Being capable of coaching is an important skill that can transform a manager’s scope of influence. 100+ PowerPoint presentation content slides. Coaching PowerPoint Presentation Content slides include topics such as: 25 slides on the characteristics and skills of coaches, Benefits of coaching, techniques for coaching, 8 slides on the "we need to talk" coaching meeting, 10 slides on dealing with poor performance, avoiding coaching pitfalls, 20 slides on the 6- step coaching model, a 1 minute guide to praise/reprimands, discussing recurring problems, 20+ slides on modeling coaching behavior, building a coaching atmosphere and assessing your coaching style. Learn how to utilize open and closed questions, how to's and more!
What is Workplace Coaching and why you should implement it?The Pathway Group
What is Workplace Coaching and why you should implement it? Workplace Coaching for Team Leaders and First Line Managers ILM Award Level 3. You should develop understanding and competence in coaching skills, including the role, responsibilities, behaviours and characteristics of the workplace.
Coaching is more about asking the right questions than providing the right answers. Coaching is essentially about using effective questioning to help individuals
SuperStar Coaching: How to Create a High Performing TeamRick Conlow
Research shows that excellent coaching can improve employee productivity 88%. Too many managers say, "I don't have time to coach." This is an excuse. Most don't know how to do it well or focus only on poor performers. Elite performers in the Olympics for example, have coaches. Coaching is for everyone. Most people think they are performing better than they are. Most can perform significantly better than their current results. Learn a five step coaching model, why coaching works, qualities of effective coaches and more. Watch your leadership effectiveness soar.
Developing the Coaching Skills of Your Managers and Leaders | Webinar 06.23.15BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss: why coaching skills are important, traditional coaching models and how we can improve them, emerging principles and competencies for managers and leaders, the difference between coaching and mentoring.
www.bizlibrary.com
These are the slides from a workshop I am running, it definitely doesn't quite translate to self paced online, but you get an idea of some of the stuff. Please provide comments if you have any feedback!
Developing the Coaching Skills of Your Managers and Leaders - Webinar 08.19.14BizLibrary
Whether you’re a manager developing your employees or working to improve your own skills andcapabilities, effective coaching skills impact business results. According to a study by Bersin by Deloitte, organizations with senior leaders who coach can effectively and frequently improve business results by 21% compared to those who never coach.
In this webinar we'll discuss:
why coaching skills are so important
the objective of coaching in ourorganizations
emerging principles in employee coaching for managers
the objective of coaching in our organizations
traditional models and how we can improve them
a coaching toolkit for your managers
www.bizlibrary.com/webinars
this presentation gives basic understanding of What is coaching, Why coaching, Skills required to be a coach, Coaching arc of conversation and basics of coaching models.
Do you think you get enough feedback about how you can be more effective from your boss?.... Your team probably thinks the same about you.
Receiving good feedback gives you powerful information that can dramatically decreases the time required to master a skill or help you blow down the barriers that prevent you from getting to the next level. If only you knew.
Coaching skills can help people maximize their strengths and increase responsibility, accountability, creativity and resourcefulness to overcome challenges and achieve results. The primary coaching skills presented in this interactive presentation will focus on the principles of a coaching conversation, listening, the art of asking curious questions, leading cultural change, and how to promote responsibility and accountability to support people to elicit their own solutions and strategies and take action to implement these solutions.
Speaker:
Callie Bland, Executive Coach, RN and CEO, Coach Callie Consulting
A Product Manager often needs to persuade and motivate others without having any real authority. The only tool the product manager has is language, the spoken and written word. So how do you get people to understand why a particular course of action is warranted? And how do you persuade them to act and move forward on that knowledge without being able to wield any power or authority over them? You can’t just talk louder, or keep repeating your point or resort to nagging. You have to use particular language that is more effective. They key is in using carefully chosen language that addresses their Motivation Type.
Join our AIPMM Anthropologist, Paula Gray as she uncovers the key to more effective persuasion by understanding your audience’s Motivation Type. She will explain how to determine an individual’s motivation type and then how to craft your language to address the core issues of each type.
Topics covered will include:
What are Motivation Types and how people acquire them
How to determine an individual’s Motivation Type
How to speak to each Motivation Type to engage and persuade them
How to speak to a group that is a mix of Motivation Types
About Paula Gray
Paula Gray is an anthropologist and the Director of Knowledge Development at AIPMM. She has traveled the globe to work with companies throughout the US, Europe, Africa and Asia-Pacific to help them gain a deeper understanding of their customers. She is featured in Linda Gorchels’ book The Product Manager’s Handbook and has contributed to several books on product management including The Guide to the Product Management and Marketing Body of Knowledge (ProdBOK). She is also author of numerous blog posts and papers including Business Anthropology and the Culture of Product Managers.
This exercise will enable you to:
Create a compelling vision with your team
Identify key initiatives for achieving this vision
Prioritise your initiatives to maximise your impact
Share all these outputs in a simple visual format
Developing the Coaching Skills for Your Managers and LeadersErin Boettge
What are the obligations of managers? The answer to this question varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma.
Managers may have to perform well, depending upon a variety of situations at various places along a continuum, ranging from ensuring employees comply with established processes and procedures at one end, to career development and skill improvement towards the other end. Who’s to say which of the outcomes is more or less important?
In fact, we’d probably agree that the outcomes suggested by such a continuum are all important depending upon the situation. With so many possible outcomes and objectives legitimately competing for our managers’ attention, are there a set of uniform skills or competencies we can use to guide our managers ongoing training and development?
In this webinar you’ll learn:
Why coaching skills are important for your managers, leaders and organization
What is coaching and how to apply key skills to align with specific employees and situations
An overview of traditional coaching models and what you can do to improve them
How we can get managers to make time to coach
A “coaches toolkit” that includes emerging competencies for managers and leaders
The key difference between coaching and mentoring
ReadySetPresent (Coaching PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Being capable of coaching is an important skill that can transform a manager’s scope of influence. 100+ PowerPoint presentation content slides. Coaching PowerPoint Presentation Content slides include topics such as: 25 slides on the characteristics and skills of coaches, Benefits of coaching, techniques for coaching, 8 slides on the "we need to talk" coaching meeting, 10 slides on dealing with poor performance, avoiding coaching pitfalls, 20 slides on the 6- step coaching model, a 1 minute guide to praise/reprimands, discussing recurring problems, 20+ slides on modeling coaching behavior, building a coaching atmosphere and assessing your coaching style. Learn how to utilize open and closed questions, how to's and more!
What is Workplace Coaching and why you should implement it?The Pathway Group
What is Workplace Coaching and why you should implement it? Workplace Coaching for Team Leaders and First Line Managers ILM Award Level 3. You should develop understanding and competence in coaching skills, including the role, responsibilities, behaviours and characteristics of the workplace.
Coaching is more about asking the right questions than providing the right answers. Coaching is essentially about using effective questioning to help individuals
SuperStar Coaching: How to Create a High Performing TeamRick Conlow
Research shows that excellent coaching can improve employee productivity 88%. Too many managers say, "I don't have time to coach." This is an excuse. Most don't know how to do it well or focus only on poor performers. Elite performers in the Olympics for example, have coaches. Coaching is for everyone. Most people think they are performing better than they are. Most can perform significantly better than their current results. Learn a five step coaching model, why coaching works, qualities of effective coaches and more. Watch your leadership effectiveness soar.
Developing the Coaching Skills of Your Managers and Leaders | Webinar 06.23.15BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss: why coaching skills are important, traditional coaching models and how we can improve them, emerging principles and competencies for managers and leaders, the difference between coaching and mentoring.
www.bizlibrary.com
These are the slides from a workshop I am running, it definitely doesn't quite translate to self paced online, but you get an idea of some of the stuff. Please provide comments if you have any feedback!
Developing the Coaching Skills of Your Managers and Leaders - Webinar 08.19.14BizLibrary
Whether you’re a manager developing your employees or working to improve your own skills andcapabilities, effective coaching skills impact business results. According to a study by Bersin by Deloitte, organizations with senior leaders who coach can effectively and frequently improve business results by 21% compared to those who never coach.
In this webinar we'll discuss:
why coaching skills are so important
the objective of coaching in ourorganizations
emerging principles in employee coaching for managers
the objective of coaching in our organizations
traditional models and how we can improve them
a coaching toolkit for your managers
www.bizlibrary.com/webinars
this presentation gives basic understanding of What is coaching, Why coaching, Skills required to be a coach, Coaching arc of conversation and basics of coaching models.
Do you think you get enough feedback about how you can be more effective from your boss?.... Your team probably thinks the same about you.
Receiving good feedback gives you powerful information that can dramatically decreases the time required to master a skill or help you blow down the barriers that prevent you from getting to the next level. If only you knew.
Coaching skills can help people maximize their strengths and increase responsibility, accountability, creativity and resourcefulness to overcome challenges and achieve results. The primary coaching skills presented in this interactive presentation will focus on the principles of a coaching conversation, listening, the art of asking curious questions, leading cultural change, and how to promote responsibility and accountability to support people to elicit their own solutions and strategies and take action to implement these solutions.
Speaker:
Callie Bland, Executive Coach, RN and CEO, Coach Callie Consulting
A Product Manager often needs to persuade and motivate others without having any real authority. The only tool the product manager has is language, the spoken and written word. So how do you get people to understand why a particular course of action is warranted? And how do you persuade them to act and move forward on that knowledge without being able to wield any power or authority over them? You can’t just talk louder, or keep repeating your point or resort to nagging. You have to use particular language that is more effective. They key is in using carefully chosen language that addresses their Motivation Type.
Join our AIPMM Anthropologist, Paula Gray as she uncovers the key to more effective persuasion by understanding your audience’s Motivation Type. She will explain how to determine an individual’s motivation type and then how to craft your language to address the core issues of each type.
Topics covered will include:
What are Motivation Types and how people acquire them
How to determine an individual’s Motivation Type
How to speak to each Motivation Type to engage and persuade them
How to speak to a group that is a mix of Motivation Types
About Paula Gray
Paula Gray is an anthropologist and the Director of Knowledge Development at AIPMM. She has traveled the globe to work with companies throughout the US, Europe, Africa and Asia-Pacific to help them gain a deeper understanding of their customers. She is featured in Linda Gorchels’ book The Product Manager’s Handbook and has contributed to several books on product management including The Guide to the Product Management and Marketing Body of Knowledge (ProdBOK). She is also author of numerous blog posts and papers including Business Anthropology and the Culture of Product Managers.
This exercise will enable you to:
Create a compelling vision with your team
Identify key initiatives for achieving this vision
Prioritise your initiatives to maximise your impact
Share all these outputs in a simple visual format
What gets measured, gets managed! What gets managed can be maintained and improved upon. Auditing ensures that the meetings operate at a consistent high standard.
Key Performance Indicators measure the organisational performances that are most critical for the current and future success of an organisation
The session will provide an outline of the types of KPI’s available and the pros and cons of each
KPIs are a key tool for a leader to help make decisions and guide their teams back on track
In PAREF schools, Peer Coaching is done by senior staff in dealing closely, one-on-one with the dads, in an effort to make the dads aligned with the character formation being done with their kids.
The first stage of this is brainstorm who your stakeholders are. The next step is to prioritise them by power and interest, and to plot this on a Power/Interest grid. The final stage is to get an understanding of what motivates your stakeholders and how you need to win them around.
When setting objectives you must ensure they are SMART!
This presentation presents a set of questions to follow and answer as you are setting your business objectives.
Got a question about this presentation? Drop us an email: evolve@revmarketing.co.uk or call us on 02476 610 054.
Visit us at: www.revmarketing.co.uk
GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.
_CORPORATE__Coaching for Accelerated ResultsRohan Dredge
The "lite" version of the half day program "Coaching for Results" Same content - delivered in one hour. Also can be delivered via Webinar and one on one Mentoring.
Outlining what Coaching is, Including Five core principles and 3 effective models to establish your Coaching Journey.
This is an excellent introduction to the fundamentals of Coaching and a refresher to those employing the Coaching Methodology.
4 coaching models that may be useful to people who mentor. I recommend starting with one - getting super familiar with it and then move on to another one.
How to teach salespeople to always ask the right questionsSalesScripter
The best salesperson is the one that asks the best questions. But it can be extremely challenging to train your sales resources to what questions to ask at all the different times.
What often happens is learning through trial and error which can be extremely costly in terms of deals lost and long new hire ramp up time.
It does not need to be so difficult and we will show you this on our “How to Train Your Salespeople to Always Ask the Right Questions” webinar where we will:
– Show you a two-step qualifying process
– Outline both pre-qualifying questions and hard qualifying questions
– Closing questions
– Networking questions
– How to build question trees that have all of the best follow-up questions
Interviewing each prospective volunteer can seem overwhelming, but it's one of the best ways to ensure that the volunteers you recruit are the volunteers you need. This webinar introduces a variety of question types used in volunteer interviews and offers strategies for honing your interview skills. Materials will be provided to help you implement this process in your organization, as well as a training syllabus so you can learn how to recruit and train a volunteer staff to assist with prospective volunteer interviews.
The key benefits of implementing SIC:
* Increased OEE (by focusing on immediate and relevant losses within the shift)
* Increased effectiveness (by utilizing high-quality data at its source to drive decision making)
* High speed of improvement (localized focus increases the speed of improvements)
* Improved employee engagement (teams gain significant control over how the line is run)
Line Crew Optimisation is a process that reviews and optimises the established flow patterns, links process steps in order to minimise cycle times and travel distance, and eliminates crossover points in order to achieve a continuous flow process
Part of OFX Academy Course: Improving Line Performance
http://academy.optimumfx.com/course/improving-line-performance/
Improving Packaging Line Performance –Using the correct Data and Drill Down Analysis
Part of OFX Academy Course: Improving Line Performance
http://academy.optimumfx.com/course/improving-line-performance/
Improving Packaging Line Performance –Using the correct Data and Drill Down Analysis
Part of OFX Academy Course: Improving Line Performance
http://academy.optimumfx.com/course/improving-line-performance/
Improving Packaging Line Performance –Using the correct Data and Drill Down Analysis
A ‘Continuous Improvement culture’ is one where both leaders and front line workers constantly drive for improvement, which will be evident from the ‘work habits’
What gets measured, gets managed! What gets managed can be maintained and improved upon. Auditing ensures that the meetings operate at a consistent high standard.
It’s important to get the right people doing the right jobs. Sometimes great people get poor results because they’re doing the wrong job. Get the maximum results with the resources that you have right now.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
2. Intent of Session
The aim of this session is to:
• Be able to apply the GROW model to coaching sessions
• Use the GROW model for effective, structured methodology
for goal-setting and problem-solving
3. Why use the GROW model?
• Easy to understand, straight-forward to apply, thorough
• Simple structured framework
• Breaks down a problem into constituent parts, making it
easier to develop solutions
• Helps those being coached to develop the solutions
themselves – improving their learning experience
4. The GROW Model
TOPIC
Initial understanding
GOAL
For session
OPTIONS
What’s possible? REALITY
Who/what/where/
how much?
WILL
Clarity/commitment
/support GOAL - what do you want?
REALITY - what is happening?
OPTIONS - what could you do?
WILL - what will you do?
5. Examples Questions for GOAL
• What is it you would like to discuss?
• What would you like to achieve?
• What would you like from (to achieve in) this session?
• What would need to happen for you to walk away feeling that this time was well spent?
• If I could grant you a wish for this session, what would it be?
• What would you like to be different when you leave this session?
• What would you like to happen that is not happening now, or what would you like not to happen that is
happening now?
• What outcome would you like from this session/discussion/interaction?
• Is that realistic?
• Can we do that in the time we have available?
• Will that be of real value to you?
6. Examples Questions for REALITY
• What is happening at the moment?
• How do you know that this is accurate?
• When does this happen?
• How often does this happen? Be precise if possible.
• What effect does this have?
• How have you verified, or would you verify, that this is so?
• What other factors are relevant?
• Who else is relevant?
• What is their perception of the situation?
• What have you tried so far?
7. GROW Model - REALITY
Clarity about……
• The issue
• The environment
• Other people
• Him / herself
• Business culture
• Own responsibilities
8. Example Questions for OPTIONS
• What could you do to change the situation?
• What alternatives are there to that approach?
• Tell me what possibilities for action you see. Do not worry about whether they are realistic at this stage.
• What approach/actions have you seen used, or used yourself, in similar circumstances?
• Who might be able to help?
• Would you like suggestions from me?
• Which options do you like most?
• What are the benefits and pitfalls of these options?
• Which options are of interest to you?
• Rate from 1-10 your interest level in/the practicality of each of these options.
• Would you like to choose an option to act on?
9. GROW Model – OPTIONS
• As many ideas as can be generated
• Theirs - not yours
• Don’t evaluate!
10. Example Questions for WILL
• What are the next steps?
• Precisely when will you take them?
• What might get in the way?
• Do you need to log the steps in your diary?
• What support do you need?
• How and when will you enlist that support?
11. GROW Model - WILL
What will you do?
• Make decisions
• Convert ideas into actions
• Commit
12. What would you like to achieve as an output from this conversation?
How would you know that this goal has been achieved?
On a scale of 1-10 how important is this goal compared to your other priorities?
Is that realistic in the time period available? (What would be realistic?)
What is happening at the moment?
How is this affecting your end goal?
What have you tried so far?
How effective has this been?
What could you do to move towards your goal? (and what else?)
What approaches/actions have you seen used that may help?
What are the advantages and disadvantages of these options?
Would you like to choose an option to act on?
What are your next steps?
What might get in your way?
On a scale of 1-10 how committed are you to making this happen?
When do you intend to take the first action?
Quick GROW!
G
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W